Heading

Heading

Heading

Heading

Heading

Heading

Heading
Heading

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content. The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content. The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content. The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content. The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

This is an h2 heading inside rich text

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Blog

Physician Compensation: Sorry, there is no Magic Formula

Blog

Since the dawn of time (or rather, the dawn of our current healthcare system), physician compensation has been a hot-button point of conversation. Recently speaking with an advisor and high-level, non-profit health system senior executive, he posed the question, “do you think we have an iron cage mentality regarding change?” In other words, health systems tend to find comfort in a strategy rooted in “what are other like-systems doing?” Physician compensation has been a pertinent, evergreen topic of discussion, seemingly “unsolvable” and anxiety-inducing for most healthcare executives. The truth is: if you want to get physician compensation right, start with your mission, not the formula.

While the economics and mission of a healthcare organization can become disconnected over time, it’s never too late to devise an increasingly financially sustainable path connected to your mission and future strategy. Ancore’s “two-road” strategy framework for physician compensation features two paths: the Brand Driven Model and The Equity Driven Model.

A vast amount of health systems compensate physicians according to a survey-based compensation per wRVU model simply because this model was widely adopted by the industry for its perceived ease of administration. Some industry leaders also believe survey-based models are more legally defensible or compliant. While the survey-based compensation per wRVU model may be a healthcare system’s “comfort zone,” there is a much larger problem centered on what these models are not – financially sustainable or tied to the mission of the organization. No two medical groups are the same, so why do we use the same, antiquated approach across the industry?

A crash course: Why is a survey-based comp per wRVU model not financially sustainable?

  • Simply put: a disproportionate amount of business risk lies with the employer organization.
  • Physicians have zero skin in the game for revenue cycle, contracting, inflation, or operating expenses.
  • Despite taking on all of this risk, many health systems do not have a standard operating model, allowing physicians to have a fair amount of autonomy over their schedules and clinical practice.
  • A lack of a standard operating model creates variability in performance, patient experience, and poses challenges when moving to value-based care payment models.
  • While survey data is great for benchmarking, it should not dictate your largest expense line item on your P&L.

Watch as any change to the CMS physician fee schedule causes complete chaos, destabilizes practice financial performance, and breaks down physician trust in administrative leadership.

Why does it not align with the mission of the organization?

A common mission for health systems across the United States is to improve the health of the community they serve. Paying physicians for generating more “widgets” doesn’t exactly scream “we save lives” or “we’re improving population health” and can inadvertently create a transactional relationship with the physicians – remember, every physician compensation plan is perfectly designed to get the results it gets... We have yet to have someone passionately argue that a comp per wRVU model is aligned with keeping patients healthier. When putting current mission statements and compensation programs side by side, the reaction from healthcare systems is ubiquitous: this makes no sense.

So, how do you get to a place where physician compensation is financially sustainable and aligned with your mission? Follow our Two-Roads strategy.



Pay physicians like any other health system executive: In the first road, we empower healthcare organizations to lean into their true mission with Ancore’s Brand Driven Model. This is an easily administered model that compensates physicians comparably to other executives within the organization. When adopting the first road, a tight operating model with little to no variability in clinical and business operations is crucial. When the health system takes on the bulk of the risk, the system calls the shots. It comes back to purpose: physicians chose your organization for the mission, principles, and operating model – not because they want to make 20% above the 90th percentile. Under this approach, the compensation structure can be like any other health system executive who is paid a fair salary plus an incentive tied to the success of the organization. For one large health system with most of its revenue tied to risk, the primary care model is as simple as a base salary plus incentive tied to whether the patient would recommend them.

Financially align with them: Road two delegates risk and offers upside to the physicians through the Equity Driven Model. Under this approach, physician leaders are well informed and engaged in the business of healthcare. With the second road, your analytics infrastructure and reporting should be exceptionally strong. Ancore developed a net income-based model that does not require physicians to be CPAs but does invite them to understand the business reality of the practice. Simply put, we can limit the health system’s investment in the employed medical group while embracing physician entrepreneurship. The financial risk shifts to the physicians: their compensation will have significant downside risk, but they will be eligible to earn incremental upside beyond a traditional salary or wRVU model approach. The best part? They are empowered to do something about it.

If the words “new compensation model” triggered the running joke about the two points of time when you can change compensation and an image of a mass physician exodus - think again. We’ve found compensation change is far less painful when physicians have visibility before the change happens. We work with our clients to develop reporting and insight into meaningful metrics prior to a major compensation change. Much of the pain in the discussion of physician compensation lies in the lack of transparency around the strategy and an over reliance on the formula. So, while physicians may not be happy with the change, they will understand the why. This makes all the difference.

Your mission should be the guiding light for all future decisions on compensation. Only then we can define what success looks like financially.
Ready to pick a road? Contact us.

(615) 873-0571

contactus@ancorehealth.com

Download the PDF

Curious how we'll get to the core of the issue? Get in touch to start your journey to clarity today.

Contact Us